Dispelling 4 Ridiculous Myths About GenY Workers

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What group of employees can’t fathom starting work before 10:00
a.m., require heaps of praise for even the most remedial tasks,
turn to Google for everything and make up excuses to take days
off work? GenY, of course!

Truth is, while Millennial workers’ mindset may seem
different to other generations, that doesn’t mean they’re any
less engaged. So rather than poke more fun at this
generation, let’s work on setting some of these stigmas straight.

1. Being paid more doesn’t necessarily keep Millennials happy

Almost any poll asking Millennials what makes them happy will
result in one common consensus: they aren’t all in it for the
money. In fact, some are more inclined to work at a job where
they’re making a social impact. Or they want to work for a
company that has plenty of bells and whistles in terms of perks.

And no, that doesn’t mean you have to go out and buy up a bunch
of bean bags to replace office chairs or install slides from one
floor to the next. What it means is Millennials want to
work for a company that’s in-tune with nurturing employee
happiness. That could mean offering wellness programs in
the office or partnering with a charitable organization so
employees can give back.

2. They want flexibility…but not because it’s convenient

Millennial workers look for companies that offer flexibility in
when and where they work. According to Business.com, they
prefer their performance to be measured by how much work they get
done, not how many hours they log sitting at their
desks. Millennials are either looking for jobs that offer virtual
working options or are trying to convince their
workplaces it’s a good idea.

Businesses like Netflix are a prime example of flexibility with
accountability in mind. Their work policies have few barriers.
There’s no set timetable for when employees must show up to the
office. They don’t need to work in a cubicle if they don’t want
to, nor are they restricted to 9-to-5 hours. At Netflix, as long
as you’re meeting your goals and are doing everything in your
power to push the business further, they’ll accommodate your
desire for flexibility.

3. They crave coaching, not hand-holding

Millennials want to be appreciated just like any other generation
of workers. But they also are just as eager to learn more from
their superiors so they can advance their careers. They want to
be coached and have more one-on-one interactions with their
managers on how to hack a task or push innovation.

Now, that’s not to say they’re requesting more input
because they don’t want to do the busy work themselves;
rather, they want the constructive criticism or insight to
determine how they can make a project successful. The more
feedback and instructions they receive, the more value they feel
they’re putting toward their career and the company as a whole.

Which helps simplify the last issue…

4. Millennials are switching jobs more frequently…but not because
of boredom

Many reports have already
stated how Millennial employees are leaving their posts more
quickly (most stay only 2.3 years) than the national average
(nearly 4.6 years). And while this trend of Millennial job
hopping is a definite cause for alarm, it shouldn’t be thought of
as the norm.

It’s true that if a company isn’t offering the right situation to
an employee, it may result in that person heading elsewhere. But
if you could take away one thing from this article, it’s that
Millennials have certain values when it comes to their jobs that
differ from other generations.

Employee engagement is at the heart of the
matter, and if Millennials feel their contributions
aren’t being valued, or the company culture isn’t the right fit,
they’re acting on their gut instinct by leaving rather than play
the waiting game.

Kyle O’Brien is the Community Manager for an e-learning
provider, ej4, which helps with performance improvement
initiatives for businesses. He’s covered a wide range of business
topics, from employee motivation tips to understanding leadership
skills and many more.